Section R13-5-203. Pay Administration

C.	Pay Levels. The Council shall specify all pay levels. The	A.	Base pay adjustment. An agency head may modify base pay
	Council may also establish more than one pay range, hourly		by adding cost-of-living and other adjustment appropriated by
	rate, or method of compensation for classifications and posi-		the state Legislature. An agency head may also request that the
	tions with unusual hours, conditions of work, or when neces-		Council revise the compensation plan to include other changes
	sary to compete with other employers.		to base pay, as needed. After base pay adjustments are com-
D.	Lack of Funds. If an agency lacks sufficient funds to pay an		pleted, an agency head may add special duty pay before com-
	employee’s salary, the agency shall consider an alternative		puting an employee’s pay rate.
	method of reducing costs, including those described in R13-5-	B.	Appropriated pay adjustment. Upon approval by the Council
	802(B). If an alternative method is not adequate or available,		the agency head may apply some or all the appropriated funds
	the agency shall assign an employee to a leave of absence		to the compensation plan, if the appropriation bill does not
	without pay under the layoff procedure in R13-5-802. The		include specific allocation instructions for an employee pay
	agency shall recall the laid off employee when sufficient funds		raise, or if the instructions are not applicable to the agency.
	become available.	C.	Special duty assignment. An agency head may supplement the
E.	Entrance rate. The minimum pay rate for each classification is		base pay of an employee on a special duty assignment. Time
	the entry rate, unless otherwise provided in these rules. The		spent  on  a  special  duty  assignment   counts  toward  an
	agency shall maintain a record of each employee’s employ-		employee’s length of service. An employee may receive spe-
	ment date and entrance into a classification.		cial duty pay only for the period when the employee performs
F.	Special pay adjustments. When making an appointment, pro-		the required duties of the special duty assignment.
	motion, reinstatement, recall, transfer, reclassification or reas-	D.	Return from special duty assignment or uncovered appoint-
	signment, an agency head may authorize pay anywhere within		ment. When an employee returns to a regular appointment
	the pay range to meet recruiting and retention needs, and to		from a special duty assignment or an uncovered appointment,
	give credit for prior agency service.		the agency shall return the employee’s pay to the employee’s
G.	Rate above maximum. When a position is reallocated resulting		base pay earned before being assigned to a special duty assign-
	in the reclassification of an employee to a lower classification		ment or uncovered appointment. If general pay adjustments or
	or the pay range of a classification is reduced, the agency head		classification adjustments are approved while an employee is
	may authorize a pay rate for the employee above the maximum		on  a  special  duty  assignment   or  serving  in   an  uncovered
	for the classification. While an employee’s pay remains above		appointment, the employee shall receive the adjustments.
	the  maximum   rate  for   the  employee’s   classification,  the	E.	Overtime pay. The agency head shall adopt an overtime policy
	employee shall not receive any pay increases except those		and procedure consistent with federal regulations under the
	required by law.		Fair Labor Standards Act, Arizona Revised Statutes, and this

Chapter. Compensatory leave is accrued and used as provided by R13-5-505.

Historical Note

New Section adopted by final rulemaking at 6 A.A.R.

2090, effective May 10, 2000 (Supp. 00-2).